A couple of months ago I posted on "The Stresses of Ministry", indicating that I have come in contact with a number of pastors who are not only feeling stressed, but in some cases even ready to leave their church or ministry altogether. I'm sure there have been always been extra challenges facing those in vocational ministry, but it still is a valid concern for us to address in the Church of God.
There are no simplistic solutions, but let me share some of the key ideas that I have been thinking about in recent months:
1. Relational Support. It is far too easy for our pastors to be isolated, not only geographically, but also relationally. Sure, sometimes it's his/her fault for not taking advantage of meaningful connections that are available. The recent experimentation with SHAPE in some regions has been positive, and could provide an on-going mechanism for all ministers once expanded across North America. Of course, programs like this will only work if people participate. Would it be too radical for our polity to require all credentialed ministers to demonstrate that they are involved in some sort of formal support system?
2. Increased Education and Training. This topic can be controversial in our circles, especially if one were to suggest a minimum level of education required for ordination. Certainly the new Credentials Manual takes this position, but at the same time provides many alternative tracks, thereby lessening the recommendation of a seminary education. True, a seminary education does not guarantee the development of a good pastor, but apart from one it is difficult for someone to obtain the substantive theological education and professional training that is needed in many of the complex contexts in which we expect pastors to minister. Having said all of this, I also recognize that requiring more education is in itself an incomplete solution. As a church (both local and national) we must step up to the plate and provide greater funding to make it possible for those called to ministry to get the best preparation possible without imposing an unbearable financial burden on them. (NOTE: I still have more to say on education in the Church of God, but that will have to wait for another post).
3. Appropriate Compensation. I'm sure every pastor believes that he or she is not paid what they are really worth, and most congregations feel that they are unable to pay any more because of the limited financial resources available. Obviously there are bigger issues at stake here, including stewardship, and our preponderance of congregations heavily invested in building assets often at the detriment of long-term cash flow sustainability. Nevertheless, we must raise the bar on compensation for our pastors. The Board of Pensions has provided a great service to the church by developing some very helpful guidelines that should be taken more seriously. For those congregations that cannot meet these standards, there should be a greater openness to exploring different models of pastoral service (e.g. bi-vocational and multi-charge pastorates) or leveraging their abundant capital assets.
4. Accountability. We cringe at this word in the Church of God. I am the last person who would ever call for a top-down structure that imposes itself on our congregations and leaders, but we all must be willing to accept the biblical models of accountability and interdependence if we are to remain healthy. These must be based more on covenants than pronouncements. Ministers must be willing to be personally accountable, and this is best accomplished through strong relationships (see #1 above). Congregations must also be willing to be taken to task for their organizational and relational dysfunctionalities, because often it is the Pastor who bears the brunt of them.
I'm sure there is more that can be said regarding the building and maintaining of healthy, effective pastors. I'd love to read some of your comments on the matter.
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